Change

Change is something that presses us out of our comfort zone. Change is for the better or for the worst, depending on where you view it. Change has an adjustment period which varies on the individual.

It is uncomfortable, for changing from one state to the next upsets your control over outcomes.

Want to Change?

You want to change?Your situation

You want to change?Your circumstances

You have to take riskNo change without risk

Initially change yourself Lastly change the world

First learn from yesterdayThan believe in tomorrow

Syed Imtiaz Hussain

What Is Change Management?

A common definition used for change management is a set of processes that is employed to ensure that significant changes are implemented in an orderly, controlled and

systematic fashion to effect organizational change.

One of the goals of change management is with regards to the human aspects of overcoming resistance to change in order for organizational members to buy into change and

achieve the organization’s goal of an orderly and effective transformation.

4 Key Features of Change Management

Change is the result of dissatisfaction with the present strategies

It is essential to develop a vision for a better alternative

It is necessary to develop strategies to implement change

There will be resistance to the proposals at some stage

Change Often Arises

The development of new products

The entry of new competition

Changes in consumer tastes & preferences

Changes in the cultural, political, economic, legal and social framework

Changes in technology leading to technological obsolescence or new product opportunities

Forces for Change In Business

Internal forces Desire to increase profitability Reorganization to increase efficiency Conflict between departments To change Organizational culture External forces Customer demand Competition Cost of inputs Legislation Tax changes New technology Political Ethics Technological obsolescence

Change Management Process

The Change Management process is the sequence of steps or activities that a change management team or project

leader would follow to apply change management to a project or change.

Based on Prosci's research of the most effective and commonly applied change, most change management

processes contain the following three phases:



Phase 1Preparing for Change (Preparation, assessment and strategy development)

Phase 2Managing Change (Detailed planning and change management implementation)

Phase 3Reinforcing Change (Data gathering, corrective action and recognition)

The ADKAR Model

ADKAR is a goal-oriented Change Management model that allows Change management teams to focus their activities

on specific business results.

The model was initially used as a tool for determining if change management activities like communications and

training were having the desired results during organizational change.

The model has its origins in aligning traditional change management activities to a given result or goal.

The ADKAR Model

Change management has been developed over a period of time and one of the

models that have played an influence in change management is the ADKAR model.

ADKAR was a model developed by Prosci. In this model, there are five specific stages

that must be realized in order for an organization or an individual to

successfully change.

The ADKAR Model

Awareness:An individual or organization must know why a specific change or series of changes are needed.

Desire:Either the individual or organizational members must have the motivation and desire to participate in the called for change or changes.

Knowledge:Knowing why one must change is not enough; an individual or organization must know how to change.

Ability:Every individual and organization that truly wants to change must implement new skills and behaviors to make the necessary changes happen.

Reinforcement:Individuals and organizations must be reinforced to sustain any changes making them the new behavior, if not; an individual or organization will probably revert back to their old behavior.

“If we do not Change, we do not Grow. If we do not grow, we are not really living.”

Gail Sheehy

Why People Resist Change?

Our natural reaction to change, even in the best circumstances, is to resist. People will express resistance differently based on how they perceive the change. The distinction is whether or not they like the change.

The tendency to resist change is evident in the human experience. Some personalities resist change more than others. How has your capacity for adapting to change affected your opportunities and your happiness?

There are 10 common reasons why people resist change:


Comfort Zone

The number one reason why people resist change is because it removes them from their routine and most times out of their comfort zone, which results in fear.

Routine is a very comfortable place to live and when it is disturbed on purpose or by chance, you can get thrown off balance. When people have it good, they are reluctant to give that up. This is most common when an improvement effort in one area requires additional work in another area.


Old Habits

People like routine, it is easy and familiar, and making a change can take a lot of energy. Although some people love experimentation and challenge, many hate it.


Personal Preference

Some people have a personal style that makes it hard for them to accept change. This is basically the ‘other’ category of resistance.

Some people just like things the way they are.


Loss of Authority

New change strategies often require expertise that is not possessed by some of the people currently enjoying high status as problem solvers.

Those who are threatened with a loss of authority will frequently oppose the change.


Fear

People also resist change because they fear they will not be able to develop new skills and/or make behavioral changes that will be required of them.

Some people are much more limited than others in their ability to change.


Lack of Trust

People also resist change when they do not understand its implications and perceive that it might cost them much more than they will gain.

Such situations often occur when trust is lacking between the person initiating the change and the employees.


Economic Threats

Even if a change will benefit the organization people who would suffer personal loss of income, benefits, job security or seniority will likely resist it.


No Sense of Urgency

Unless leaders communicate a sense of urgency, people may agree with the change but put it off. There must be motivation to act now.


Lack of Communication

Leaders need to communicate and provide information. Yet often they do not give the right information, at the right time to the right people.

Some people withhold information deliberately, others unintentionally, while others do not even know the full story themselves.


Organizational Politics

Some resist change as a political strategy to "prove" that the decision is wrong. They may also resist showing that the person leading the change is not up to the task.

They are committed to seeing the change effort fail.


Conclusion

In conclusion, the key to overcoming resistance to change is to help employees cope with the scope of change, overcome the fear of the unknown, control the pace of change, tap into the previous personal

experiences, provide adequate information, and clearly communicate the vision so people understand, accept, and

support the change process.

“Sometimes it is the smallest decisions that can change your life forever.”

Keri Russell

Change It

Change is the only element of life Which is constant?

Nothing is lasting but change Nothing is constant but death

Change starts when someone Sees the next step

Thinking is the most powerful weaponWhich you can use to change the world

If you do not like something change itChange the way you think about it

Change does not necessarily assure progressBut progress implacably requires change

Not everything that is faced can be changedBut nothing can be changed until it is faced

Everyone thinks of changing the worldBut no one thinks of changing himself

If you have no will to change itYou have no right to criticize it

Syed Imtiaz Hussain

Change is Won by Victors NOT Victims; and that Choice is YOURS!

Education

Change